Chamillion
Member
What is the name of your state? Texas
I had been asking my employer to change a schedule that conflicted with my school schedule that he was made aware of before the change was made. When I asked him to change the schedule, he told me that he could not and that it was necessary for him to make the change due to dept needs. I knew that this was nothing more than retaliation for going to the HR Dept. and filing a grievance against my supervisor and my manager, but I cannot prove it because they use the, "we had to do it for the department, and when you were hired you stated that you would put the department first" speech, which HR knows about and agrees with.
Well I brought to them a solution so I wouldn't lose the money I paid for school and asked to switch schedules with another employee. She agreed to the switch, my supervisor asked for emails from us both stating we agreed to the switch and he got them. When he printed the new schedule, it showed no change other than splitting my off days off etc...it was not what we agreed to at all. I went to him again, and he stated that he talked to an individual in the payroll department whom I had previously talked to to ensure there was not going to be any problems with us switching payroll wise. He stated that there would not be anything wrong with this switch payroll wise. My supervisor told me that he could not change the schedule because the same paroll person said it would cause a problem, and therefore the reason he could n ot allow the switch.
I went to that same individual and asked had he ever spoke to my supervisor about the situation, and he told me no. I asked had he called, made ANY contact whatsoever, and he responded no. I was lied to by my supervision, and I'd like to know are there any legal ramifications for doing so. I know for a fact that I'm going to the HR Department to file another grievance Monday morning, and hope something may be done.
Also, I recorded the conversation that I had with him and was informed that company policies prohibit the use of recording devices when I am conversing with my bosses. I thought that in Texas as long as one party knows the conversation is being recorded in the conversation, it was okay. Can company policy disallow this, or can I be punished for doing it?
I had been asking my employer to change a schedule that conflicted with my school schedule that he was made aware of before the change was made. When I asked him to change the schedule, he told me that he could not and that it was necessary for him to make the change due to dept needs. I knew that this was nothing more than retaliation for going to the HR Dept. and filing a grievance against my supervisor and my manager, but I cannot prove it because they use the, "we had to do it for the department, and when you were hired you stated that you would put the department first" speech, which HR knows about and agrees with.
Well I brought to them a solution so I wouldn't lose the money I paid for school and asked to switch schedules with another employee. She agreed to the switch, my supervisor asked for emails from us both stating we agreed to the switch and he got them. When he printed the new schedule, it showed no change other than splitting my off days off etc...it was not what we agreed to at all. I went to him again, and he stated that he talked to an individual in the payroll department whom I had previously talked to to ensure there was not going to be any problems with us switching payroll wise. He stated that there would not be anything wrong with this switch payroll wise. My supervisor told me that he could not change the schedule because the same paroll person said it would cause a problem, and therefore the reason he could n ot allow the switch.
I went to that same individual and asked had he ever spoke to my supervisor about the situation, and he told me no. I asked had he called, made ANY contact whatsoever, and he responded no. I was lied to by my supervision, and I'd like to know are there any legal ramifications for doing so. I know for a fact that I'm going to the HR Department to file another grievance Monday morning, and hope something may be done.
Also, I recorded the conversation that I had with him and was informed that company policies prohibit the use of recording devices when I am conversing with my bosses. I thought that in Texas as long as one party knows the conversation is being recorded in the conversation, it was okay. Can company policy disallow this, or can I be punished for doing it?
